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Use this model alcohol and drugs policy to promote a responsible attitude to drink and drugs and to offer assistance to employees who may need it.
1 Overview
1.1 Alcohol and drug misuse can have a significant impact on individuals, colleagues, and the workplace. It may affect health, safety, attendance, conduct, and performance, and can place both the individual and others at risk.
1.2 The organisation has a duty to provide a safe and healthy working environment and to take reasonable steps to protect employees and others from harm. At the same time, it recognises that alcohol or drug-related problems can develop for a range of reasons and that, in many cases, early support and open discussion can prevent issues from escalating.
1.3 This policy aims to encourage a responsible approach to alcohol and drugs, to support employees who may be experiencing difficulties, and to set out clearly the standards of behaviour expected at work. For the purposes of this policy, “drugs” refers to substances that are unlawful under criminal law and does not include prescribed medication taken in accordance with medical advice.
2 Scope
2.1 This policy applies to all employees of [Company], regardless of role or seniority.
3 General principles
3.1 The organisation will seek to deal with alcohol- or drug-related issues in a fair, consistent and supportive manner, in line with ACAS guidance. Wherever possible, the emphasis will be on early intervention, support and rehabilitation rather than disciplinary action.
3.2 However, employees are expected to meet acceptable standards of attendance, conduct and performance. Where alcohol or drug misuse affects these standards, or where health and safety is compromised, formal action may be required.
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Alcohol and drug problems are associated with a wide variety of costs for both employers and employees. These costs include ill-health sickness absence, reduced work performance and accidents.
An alcohol and drugs policy is a set of guidelines and procedures that an organisation puts in place to address issues related to drug and alcohol use in the workplace. The policy typically outlines the organisation's expectations for employee behaviour, and provides information on the consequences for violating the policy.
The purpose of an alcohol and drugs policy is to create a safe and healthy work environment for all employees, and to ensure that the organisation is in compliance with relevant laws and regulations related to drug and alcohol use. The policy may cover a range of issues, including:
The use, possession, or sale of illegal drugs or alcohol in the workplace
The use of prescription drugs or other medications that may impair job performance or safety
The consequences for employees who violate the policy, which may include disciplinary action or termination of employment
The resources available to employees who need help with substance abuse or addiction
The policy may also specify the responsibilities of managers and supervisors in enforcing the policy, and may provide training and education programs to help employees understand the importance of maintaining a drug- and alcohol-free workplace.
Overall, an alcohol and drugs policy is an important tool for promoting a safe and healthy work environment, and can help to prevent accidents, injuries, and other issues related to substance abuse in the workplace.
The consumption of alcohol and drugs has implications for health and safety at work since these substances impair co-ordination, judgement and decision making.
Health and Safety at Work Act 1974: This legislation places a general duty on employers to ensure the health, safety, and welfare of their employees. An alcohol and drugs policy can help address health and safety risks associated with substance misuse in the workplace.
Transport and Works Act 1992: This Act specifically applies to employees working in the transport industry, including drivers of trains, trams, and certain vehicles. It prohibits certain safety-critical workers from performing their duties while under the influence of alcohol or drugs.
Misuse of Drugs Act 1971: This legislation prohibits the production, possession, supply, and possession with intent to supply of controlled drugs. An alcohol and drugs policy may reference this act in prohibiting the possession or use of illegal drugs in the workplace.
Employment Rights Act 1996: This act includes provisions that allow employers to take disciplinary action, including dismissal, for reasons related to an employee's conduct, which may include substance misuse that affects their work performance or safety.
Equality Act 2010: While not directly related to alcohol and drugs policies, this Act requires employers to make reasonable adjustments for employees with disabilities, which may include offering support or treatment for substance misuse issues.
Data Protection Act 2018 (DPA): The DPA governs the processing and handling of sensitive personal data, including information about an employee's health or substance misuse. An alcohol and drugs policy should comply with data protection principles when handling such data.
Occupational Health and Safety Regulations: These regulations may include specific requirements or guidelines related to managing substance misuse in specific industries or workplaces with safety-critical roles.
Employment Contracts and Company Policies: Employers may include provisions related to alcohol and drugs within employment contracts or company policies to set clear expectations and standards for employees.
Trade Union and Labour Relations (Consolidation) Act 1992: This Act provides some protections for employees undergoing rehabilitation for substance misuse and prohibits dismissal solely for seeking or participating in rehabilitation programs.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Alcohol and drugs policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing conduct processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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